Mortgage Broker Hiring Trends: What Firms Should Consider When Recruiting
Mortgage advisory firms are often trying to make decisions around growth, adviser numbers and the best way to structure their broker team.
For some businesses, the preferred route is to recruit employed mortgage brokers.
For others, the model is built around self employed brokers.
Both can work.
However, when looking at mortgage broker recruitment, it is important to understand what brokers themselves are actually open to. A recruitment strategy can look strong on paper, but if it does not match the market, it can quickly become difficult to deliver.
At Finlink, we regularly speak with mortgage brokers across the UK about their current situation, future plans and what they would consider next.
Looking back across our mortgage broker conversations in 2025 and comparing them with 2026 so far, there are some useful patterns for mortgage advisory firms to consider.
The first point: more brokers are considering leaving advice
Before looking at employed and self employed preferences, one of the clearest trends is the proportion of mortgage brokers who were looking to leave advice altogether.
| Period | Looking to leave advice | Still looking for mortgage broker roles |
|---|---|---|
| 2025 | 28.0% | 72.0% |
| 2026 year to date | 37.2% | 62.8% |
This is worth paying attention to.
If more brokers are considering leaving advice altogether, recruitment becomes more difficult for every type of firm. The issue is not just competition between employed and self employed models. It is also about keeping good people in the profession.
For business owners and hiring managers, this means retention matters just as much as attraction.
Support, lead quality, earnings consistency, admin burden, management style and career confidence can all influence whether a broker sees a future in the sector.
Contract preference among mortgage brokers still looking for broker roles
Among mortgage brokers who were still looking for mortgage broker roles, the preference for employed positions has become more pronounced.
| Preference | 2025 | 2026 year to date |
|---|---|---|
| Employed roles only | 59.2% | 72.1% |
| Self employed roles only | 7.9% | 3.5% |
| Open to either employed or self employed | 32.9% | 24.4% |
The most obvious point is the strength of employed roles.
In 2025, just under 60% of brokers who still wanted broker roles were only open to employed positions. So far in 2026, that has risen to just over 72%.
At the same time, the proportion only open to self employed roles has fallen.
This does not mean self employed opportunities are unattractive or unworkable. Many self employed broker models can still be very strong.
However, it does suggest that some firms may be overestimating how many brokers naturally want to move into self employment.
What employed brokers are looking for
The trend is even clearer when looking at brokers who were already employed.
| Current status: employed brokers | Employed roles only | Self employed roles only | Open to either |
|---|---|---|---|
| 2025 | 75.7% | 2.9% | 21.4% |
| 2026 year to date | 88.9% | 0.0% | 11.1% |
For employed mortgage brokers, the pull of another employed role is very strong.
So far in 2026, nearly 89% of employed brokers we spoke with who still wanted broker roles were only looking at employed positions. None were looking exclusively for self employed roles.
That does not mean they would never consider self employed.
But it does mean the proposition would need to be strong enough to change their thinking.
For firms trying to attract employed brokers into a self employed model, the conversation cannot just be about autonomy or higher potential earnings. Many brokers will also be thinking about short term financial stability, lead flow, admin support, compliance support and how realistic the move feels in practice.
What self employed brokers are looking for
It is also important to look at brokers who were already self employed.
| Current status: self employed brokers | Employed roles only | Self employed roles only | Open to either |
|---|---|---|---|
| 2025 | 31.5% | 18.0% | 50.6% |
| 2026 year to date | 55.9% | 5.9% | 38.2% |
This is one of the more interesting areas.
In 2025, just over half of self employed brokers were open to either employed or self employed roles.
So far in 2026, more than half of self employed brokers we spoke with were only looking for employed roles.
For mortgage firms, this is important.
A broker being self employed already does not automatically mean they want to remain self employed. Some may be looking for more stability, better support, better quality leads, less pressure or a clearer structure around them.
This is where businesses need to be careful not to make assumptions.
Brokers in other employment situations
There were also brokers in other employment categories, including those who were unemployed at the time of the conversation.
| Other employment status, including unemployed | Employed roles only | Self employed roles only | Open to either |
|---|---|---|---|
| 2025 | 50.0% | 7.1% | 42.9% |
| 2026 year to date | 68.8% | 6.2% | 25.0% |
Again, the direction leans towards employed roles.
For brokers who are between roles, recently out of the sector or in a less straightforward position, the security of an employed role can be particularly appealing.
What this means for firms hiring self employed mortgage brokers
Self employed broker recruitment can still work well, but the proposition needs to be clear.
Freedom alone is unlikely to be enough for many brokers.
For some, the main concern is not whether they like the idea of being self employed. It is whether the move is financially workable in the early stages.
That means firms may need to think carefully about:
| Area | Why it matters |
|---|---|
| Lead flow | Brokers need confidence that there will be enough opportunity to generate income |
| Lead quality | Poor quality leads can quickly make a self employed role feel risky |
| Admin support | Good support can help brokers spend more time advising and less time chasing paperwork |
| Compliance support | Brokers want to know they are joining a structure that protects them and helps them work properly |
| Initial financial support | Some brokers may need a retainer, guarantee or transition support to make the move realistic |
| Brand and proposition | Brokers need to understand why joining your firm is better than staying where they are or choosing another route |
This is especially important when trying to attract brokers out of employed roles.
If someone already has a salary, benefits and a degree of security, the self employed opportunity needs to answer the practical concerns they will naturally have.
What this means for firms hiring employed mortgage brokers
For employed mortgage advice firms, the data may be encouraging.
There appears to be a strong preference for employed roles among brokers who still want to remain in mortgage advice.
However, that does not mean employed firms can rely on contract status alone.
Brokers will still look closely at the role, including:
| Area | Why it matters |
|---|---|
| Lead source | Brokers want to understand where opportunities come from |
| Earning potential | Salary matters, but so does realistic bonus or commission structure |
| Admin and processing support | Poor support can make a good role feel frustrating very quickly |
| Management style | Brokers often value autonomy, even in an employed structure |
| Flexibility | Working pattern and location can still influence decisions |
| Long term stability | Brokers want confidence in the business, its direction and its ability to support them |
An employed role may attract initial interest, but the detail of the proposition still matters.
The wider recruitment point
The market is not as simple as employed versus self employed.
Some brokers are open to either route, but they will usually compare the practical reality of each option.
For mortgage advisory firms, the key question is not just:
“Are we offering employed or self employed?”
It is:
“Does our proposition match what the broker needs to feel confident making a move?”
That is where hiring decisions become more commercial.
A self employed model may need stronger lead flow, better support or some initial financial help.
An employed model may need clearer earnings potential, better flexibility or a more attractive working environment.
And in both cases, firms need to consider why a growing proportion of brokers may be looking to leave advice altogether.
Conclusion
The mortgage broker market is still active, but the preferences of brokers should shape how firms approach recruitment.
From our conversations across 2025 and 2026 so far, employed roles appear to have become more attractive to many brokers, while exclusive interest in self employed roles remains comparatively low.
That does not mean self employed recruitment cannot work.
It means the proposition has to be strong enough to make the move feel worthwhile, realistic and commercially sensible for the broker.
For firms looking to grow, the best approach is often to look honestly at the model, the support available and the type of broker they are trying to attract.
If the market is telling you something, it is usually better to work with it than against it.